HRIS software training

Find out the strategies you can use to teach your employees about HR technology

First published on Thursday, Jun 04, 2020

Last updated on Wednesday, Feb 01, 2023

After introducing HRIS systems into your business, you’ll need to spend some time training your staff so they understand it.

The good news is the software is accessible.

But it doesn’t hurt to provide staff with HRIS systems training all the same. You can show them the ropes, so they’re up and running in no time.

First up, let’s take a look at what your business is dealing with.

What’s HRIS software?

A human resource information system is a merger of HR and IT.

It simplifies and automates many common activities to help with the daily running of your business. There are three types of software available—these are:

  1. HRIS: Functions by helping with people, policies, and your business procedures.

  2. HCM: This is human capital management—it has all the features as with HRIS, but has a big focus on recruitment and talent management.

  3. HRMS: Human resource management system merges HRIS and HCM for a fully integrated package.

Whichever you choose, you’ll need to train your employees before they go about using it. So, let’s take a look at how that works.

HRIS administrator training guide

After investing in this software and customising it for your business’ needs, your employees will need to get to grips with it.

HRIS software training doesn’t have to be a chore—it’s a chance to teach your team about a piece of software that’ll improve productivity.

It’ll also simplify their daily working lives. If you let them know that as soon as possible, it’ll no doubt prove a welcome boost to their working lives.

But what’s the best approach to HRIS system training? You should factor in the right approach for your company culture (such as group training or one-to-ones) and follow a set structure.

Your approach can include the following:

  • Learning journeys: You can make this as easy, or complex, as you need to. They present a development path to employees. And you can add in incentives such as career path and potential bonuses based on completing the training. This can provide significant motivation.

  • University style training: Head back to the classroom and group teach your employees at the same time. This can save a lot of time and resources, as well as help raise questions as you progress.

  • Self-training: If there’s a useful manual from the software provider, then some employees may be able to dive into the training alone. This can be experience dependant—staff with past knowledge of the software, for example, will be more comfortable getting to grips with a new system.

  • Online training: This can also depend on the experience levels of employees. But if they feel confident enough, they can take an online course to get up to speed with the new system. Inexperienced staff members may feel inclined to take more supportive routes to understand the software.

  • Role-based training: This simplifies the process by ensuring individuals receive the training they need. It can cut back on wasting time, as classroom training can lead to employees learning skills they don’t need for their job.

  • Trickle-down training: Here you can send a member of staff off for training so they understand the system. On return to your business, they’ll then train the rest of your workforce. This can save time and money and allow for a more individualistic approach.

  • Learning hubs: Using these, your business can track employees as they progress through the course. This can help to pace out your training so staff can complete it at a more controlled pace. That can help them to stay focused on their job, all while developing their skills.

  • Learning management tools: With self-service portals, your staff can have more control over their training. They can then choose when to complete this—whether at work at home. If it’s the latter, you should look to compensate them for their time.

  • Finding skill gaps: On another note, as employees complete their training they may demonstrate a lack of understanding in certain areas. You can use your training courses in HRIS software to identify skills gaps and bring about further training opportunities. This can help to further advance the skills of your employees.

  • Customising training: You can merge a variety of the above together to assist employees as you need to. For example, a mixture of classroom, online, and learning journeys may be the best route for your business.

Ultimately, it’s up to you. But the best approach you can take is to speak to your employees.

Or send out a department-wide email. Ask them to respond individually with how they’d like to go about their training.

One business may find a classroom environment does the job. Another could discover the experienced staff can self-train.

Need some guidance on the best approach for your business? Contact us for support—we’re always happy to help.

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